Medex Telecommuting Case

In mid-sized companies such as Q-tel, telecommuting is much more frequently used than work in office. According

Employers allow telecommuting for many reasons, including the ability to recruit better talent, decrease overhead expenses, increase productivity, expand the employee base to include those with disabilities (Anderson, Bricout & West, 2001; Lipin, 2010; Myungjung & So Hee, 2017), and to support

“This remote work may be something we should be doing more of, according to two new studies. Working from home can be good for your health and productivity. Not only did people who worked from home report greater work satisfaction and less “work exhaustion,” they also got better sleep. Separately, researchers found that the highest performing workers were the most likely to cultivate and excel in a “WFH” environment (Gregoire, 2015)”. If workers don't prefer to work at home they are more than welcome to continue working at the main workplace. The company will give each employee the opportunity to try working from home in order to have more space at the main work

B. Telecommuting is becoming popular because accessing work files from home are much easier than before.

Employers are beginning to incorporate telemedicine into the benefits package for their employees. Recognizing e-visits are beneficial to the employer, because the employee will not need as much time away from work to have non-emergent health conditions treated. In addition, the service is a cost savings to both the employer and employee. There are some employer groups covering these services at 100 percent for their employees’. E-visits are cheaper than clinic, and office visits.

Telecommuting has been shown to reduce absenteeism, improve retention, and reduce recruitment costs for the organization (Family, pg. 730). Increased employee moral is also a benefit associated with telecommuting (Professional Isolation, pg. 512). Offering this new benefit that is such a satisfier for employees will likely result in reduced turnover within the organization and higher productivity. A study found pubic employees who were satisfied with their telework/telecommuting benefits were less likely to leave their positions (Family pg. 732). With the reduction of office time, an increase in employee productivity is likely due to fewer interruptions from fellow employees (Lessons pg. 10). With telecommuting having benefits to both the employer and employee, this new policy should bring positive results to the

In this case study, the intangible factors include Kelly’s cultural propensity towards emphasising her entitlement to use her accumulated sick leave while Mr. Higashi’s cultural propensity towards respect for his employer and expectation of his subordinates means that he believes the ALT’s should utilise their paid leave entitlements first.

It seems as though my peer's argument is the flexibility of working from home benefits people better. Yes, I feel as though my peer has addressed Opposing Viewpoints. The section of the summary that I need clarity for is her problem. Are you trying to find a way to get work-forces into to telecommuting only? *My problem is finding an effective way to better manage a company’s workforce to increase profitability by implementing alternative flexible work options for their employees. (Johnson, 2017)

My thoughts about the new and innovative way of caring for patients by receiving telemedicine is that it’s a good idea. I read the article that mentioned that telemedicine is a good way to keep the health expenditure down. I also found it interesting about the first use of telemedicine in the 1960’s. According to Eastwood, a microwave line was to connect General Hospital with Logan International Airport, so patients could be examined. I believe that truly support the point that telemedicine is a cable and useful way to connect with the patients that don’t have the transportation options to go to a health care center to visit with a doctor. There would be no issue about if the hospital rooms are unavailable. As Eastwood also mentioned in the

Working in the ITS field, we have been asked to research the plausibility of allowing our 600+ employees the ability to telework. Currently half of our managers have the ability to work from home. With this ability we have security concerns, but we also have the expectation to be available to work no matter what the time of day is or how the weather is outside. When the credit union is closed for snow day’s managers with the ability to

I believe that telecommuting is a solution that should be considered to solve both employee morale issues and key employee retention issues. These issues are well documented in the 2008-2009 Northrop Grumman exit survey results. The results of 500 exiting employees of 5 years or less tenure documented their desire for an alternate work schedule and more succinctly, telecommuting.

Telemedicine is a vast subject, but as yet there are limited data on the clinical effectiveness and cost-effectiveness of most telemedicine applications. As a result, objective information about the benefits and drawbacks of telemedicine is limited. This write up is therefore based mainly on my review opinion referencing the case: “a Telemedicine opportunity of distraction? “of Harvard business. Many potential opportunities of telemedicine including, but not limited to: improved access to information; provision of care not previously deliverable; improved access to services and increasing care delivery; improved professional education; quality control of screening programs; and reduced health-care costs. Although telemedicine clearly has a wide range of potential benefits, it also has some disadvantages. The main ones that can be envisaged are: a breakdown in the relationship between health professional and patient; a breakdown in the relationship between health professionals; issues concerning the quality of health information; and organizational and bureaucratic difficulties. On balance, the benefits of telemedicine are substantial, assuming that more research will reduce or

MediSys Crop. is a privately held US-based medical device manufacture who started a new project, named IntensCare, in 2006. IntensCare aimed to collect data on patients in intensive care units and post it to a database to share. The launch time was scheduled in August 2009. Six months away from the launch date, the project team still faced many issues that seemed they would not launch the project on time. In August 2008, the new present, Art Beaumont, formalized a core team, which was organized by a new parallel system for the IntensCare project. It included six people from six different departments: Karen Baio-Regulatory Affairs; Jack Fogel-Senior Production Manager; Aaron Gerson-R&D; Valerie Merz-Marketing Manager; Dipesh Mukerjee-Software Design; and Bret O’Brien-Product Engineering. Fogel also assigned as a project leader.

MediSys is a U.S.-based medical device manufacturer. It has been developing IntensCare project, a new medical system for monitoring patients in intensive care units. This project represents the most ambitious move in the company’s 10-year history. The company had invested large finances in this project and the market eagerly awaits its launch. The product development team consisting of people from several functional areas of the company, has been working on the product for six months but is now facing significant problems with the product design, clinical testing, meeting the production deadlines, and their own group dynamics. The pressure had also increased because of competitors also planning to launch similar products within the year. Several team members are concerned about meeting the team 's goals. The relationship between team members is quite tense and it doesn’t promise much progress.

* Everyone is not cut out to be a remote worker. People who are self-starters, savvy with the computer and do not have many distractions are prone to do well with a telecommuting job. When interviewing someone for this position. It should be emphasized that distractions will not be tolerated. Also employees should have a place that is dedicated for their office.